The EEO-1 reporting deadline has become a moving target, so covered employers need to sharpen their data collection and be ready to upload. The U.S. Equal Employment Opportunity Commission (EEOC) recently announced that the collection window will open in “mid-July” 2023, not April, as initially scheduled. Covered employers should expect to have the same amount of time (about one month) to upload or file their 2022 EEO-1 Component 1 data through the EEOC’s website before the window closes. Despite postponement of the deadline, employers should do what they can now to prepare for submission.
The EEOC and the U.S. Department of Labor Office of Federal Contract Compliance Programs (OFCCP) regulations require eligible employers to file Standard Form 100 (EEO-1 reports) annually through the EEOC’s dedicated website for EEO-1 Component 1 data collection
The purpose of collecting the data is to support enforcement actions, facilitate research on employment patterns, and encourage self-assessment by employers, according to the EEOC. Some companies voluntarily go a step further and publicly release their demographic information to support their diversity efforts or improve accountability.
Areas Covered in the Session:
- Learn who is required to complete the EEO-1 Report
- Learn what the categories are for completing the EEO-1 form within compliance.
- Learn how you should handle the transgender reporting.
- Learn how to use the EEOC’s EEO-1 Online Filing System (OFS).
- Learn how Federal Contractors need to complete the requirements of risk penalties.
- Learn how to use the proper categories to complete requirements.
- Learn the best practice when getting employees to complete the voluntary identification.
- Learn what the changes are to complete the requirements of the EEO-1 reporting.
- Learn how to use the data from the report to establish diversity initiatives.
- Learn what companies have been selected to have their reports reviewed.
- Learn what those companies can do to avoid having their reports reviewed.
Why Should You Attend?
EEO-1 reporting compliance is crucial for all covered employers as they must prepare to submit their reports in mid-July 2023. Given the EEOC's tight one-month deadline for the upload of EEO-1 Component 1 data, early preparation is key. Non-compliance carries significant penalties, with the EEOC holding the power to seek a court order to enforce compliance. For federal contractors or subcontractors, the implications of non-compliance are even more severe, potentially resulting in the termination of contracts and future contract debarment. It is also important to remember that willfully making false statements on EEO-1 reports is a federal offense, punishable by fines or imprisonment.
Further emphasizing the need for vigilance in reporting, the Office of Federal Contract Compliance Programs has issued a second updated list of non-objectors, intending to release their EEO-1 Type 2 data in response to a Freedom of Information Act (FOIA) request. This underlines the government's firm stance on the transparency of this process.
In this webinar, we aim to guide you through the complexities of EEO-1 reporting, aiding in accurate and timely compliance. Avoid costly penalties, secure your contracts, and safeguard your organization's reputation by understanding the nuances of the EEO-1 reporting process and compliance requirements.
Who should attend?
This webinar is crucial for professionals who are involved in EEO-1 reporting and compliance:
- Human Resources professionals: Managers, Generalists, Specialists.
- Equal Opportunity Officers.
- Federal Contractors and Subcontractors.
- Compliance Officers and Legal Counsels.
- Small Business Owners.
- Diversity and Inclusion Leaders.
- Executives and Managers in companies that are required to file EEO-1 reports.
Consultants and Advisors.
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie is a speaker and accomplished trainer and has created and presented compliance seminars/webinars for over 16 US and International compliance institutes. Margie has testified as a compliance subject matter expert (SME) for several regulatory agencies and against regulatory agencies, thank goodness not on the same day. Margie offers compliance training to HR professionals, business owners, and leadership to ensure compliance with workplace and regulations.
Margie’s unique training philosophy includes providing free customized tools for all attendees. These tools are customized and have been proven to be part an effective risk management strategy. Some of the customized tools include the I-9 Self Audit. Correction and Storage program, Ban the Box Decision Matrix Policy that Employers can provide in a dispute for allegations, Family Medical Leave Act (FMLA) Compliance Guide, Drug-Free Workplace Volatile Termination E-Book and other compliance program tools when attendees register and attend Margie’s trainings.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).